The concept of equality, diversity and inclusion (ED&I) in the workplace has gained significant traction in recent years. Organisations are increasingly recognising the value of building a workforce that reflects the rich tapestry of backgrounds, experiences, and perspectives that make up society. Yet, an often-overlooked aspect of ED&I is neurodiversity and how we can make neurodiverse inclusive workplaces in education.
What is neurodiversity?
“Neurodiversity refers to the virtually infinite neuro-cognitive variability within Earth’s human population. It points to the fact that every human has a unique nervous system with a unique combination of abilities and needs.” Judy Singer (1990)
Neurodiversity refers to the natural variation in human neurology and brain function. This encompasses conditions like Autism Spectrum Disorder (ASD) – often now being referred to as ASC (Autistic Spectrum Condition), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyscalculia, Tourette’s Syndrome and Dyspraxia, amongst others. People with these conditions experience the world differently, and this can have a significant impact on how they approach work.
1 in 7 workers are now neurodiverse. (City and Guilds, 2024)
Neurodivergent employees in certain specific roles were found to be up to 140% more productive than their neurotypical colleagues (JP Morgan, 2021).
A study by Accenture (2022) found that companies with strong disability inclusion practices experienced 30% lower turnover costs and 28% higher revenue compared to their peers.
The power of a neurodiverse workforce
Many organisations might view neurodiversity as a challenge. However, a growing body of research suggests that neurodivergent individuals bring a wealth of strengths to the table. Here are some examples:
By embracing neurodiversity and creating a work environment that caters to different learning and working styles, companies can unlock this vast potential and foster a culture of innovation and excellence.
However, research shows that neurodiversity is not always embraced. According to the latest City & Guilds Neurodiversity Index 2024, 40% of neurodivergent employees report being impacted by their condition most days in the workplace, highlighting their dedication and commitment despite potential challenges. While 50% of neurodivergent employees reported taking time off due to a lack of workplace support, just 36% received any guidance or support. Worryingly, only 42% of employees felt they received a positive response when disclosing their neurodiversity at work.
Also, only 28% of managers received training on neurodiversity in 2023, highlighting a significant knowledge gap.
Building an inclusive workplace for neurodivergent minds
TT Education uses it’s powerful Employee Lifecycle as part of working with schools, MATs and organisations to develop their workforce strategy.
Educate yourself and your team: Understanding common neurodivergent conditions is crucial.
Consider inclusive recruitment practices: Reduce the use of jargon, provide recruitment packs which include images of the school, organisation and people involved in the recruitment process. Involve neurodiverse colleagues as positive champions for inclusivity. Include a clear visual of the recruitment roadmap and consider pre-sending recruitment themes ahead of the interview. Our unconscious bias course looks at how to promote more inclusive language and processes and is currently part-funded.
Team management: Encourage employees to feel comfortable disclosing their neurodiversity and discussing their needs.
Training and development: Ensure all employees receive training in neurodiversity as part of an EDI strategy. Provide coaching and mentoring, including into leadership for career development routes for neurodivergent individuals. Enable training on self-awareness and resilience to support individuals understanding their personalised cognitive profiles and developing these through support and on-going training. Our Big Personality survey can be used across organisations to support understand of self, personality types and steps we can take to become more cognitively flexible.
Offer flexible work arrangements: Consider flexible hours, remote work options, and quiet workspaces to cater to different working styles.
Embrace alternative communication methods: Allow for written communication alongside verbal instructions and explore the use of visual aids and augmented and assisted communication.
Be mindful of sensory overload: Consider lighting, noise levels, and office layout, making adjustments to minimise distractions. Provide individual desk or seating areas which reduce sensory overload.
Celebrate neurodiversity: Recognise the unique strengths and contributions of neurodivergent employees and focus on skills.
Neurodiversity is able to be perceived as a spectrum of strengths. By fostering an inclusive work environment that celebrates and accommodates these differences, companies can build a more innovative, engaged, and successful workforce.